ob12 01st
DESCRIPTION
TRANSCRIPT
Chapter ONE
What is Organizational
Behavior?
After studying this chapter, you shouldbe able to:
1. Describe what managers do.
2. Define organizational behavior (OB).
3. Explain the value of the systematic study of OB.
4. Identify the contributions made by major behavioral science disciplines to OB.
5. List the major challenges and opportunities for managers to use OB concepts.
L E
A R
N I
N G
O
B J
E C
T I
V E
S
What Managers DoWhat Managers Do
Managerial Activities
• Make decisions
• Allocate resources
• Direct activities of others to attain goals
Managerial Activities
• Make decisions
• Allocate resources
• Direct activities of others to attain goals
Managers (or administrators)
Individuals who achieve goals through other people.
Where Managers WorkWhere Managers WorkOrganization
A consciously coordinated social unit, composed of two or more people, that functions on a relatively continuous basis to achieve a common goal or set of goals.
Management FunctionsManagement Functions
PlanningPlanningPlanningPlanning OrganizingOrganizingOrganizingOrganizing
LeadingLeadingLeadingLeadingControllingControllingControllingControlling
ManagementManagementFunctionsFunctions
ManagementManagementFunctionsFunctions
Management Functions (cont’d)Management Functions (cont’d)Planning
A process that includes defining goals, establishing strategy, and developing plans to coordinate activities.
Management Functions (cont’d)Management Functions (cont’d)Organizing
Determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made.
Management Functions (cont’d)Management Functions (cont’d)Leading
A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts.
Management Functions (cont’d)Management Functions (cont’d)Controlling
Monitoring activities to ensure they are being accomplished as planned and correcting any significant deviations.
Mintzberg’s Managerial RolesMintzberg’s Managerial Roles
E X H I B I T 1–1E X H I B I T 1–1Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973
by H. Mintzberg. Reprinted by permission of Pearson Education.
Mintzberg’s Managerial Roles (cont’d)Mintzberg’s Managerial Roles (cont’d)
E X H I B I T 1–1 (cont’d)E X H I B I T 1–1 (cont’d)Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973
by H. Mintzberg. Reprinted by permission of Pearson Education.
Mintzberg’s Managerial Roles (cont’d)Mintzberg’s Managerial Roles (cont’d)
E X H I B I T 1–1 (cont’d)E X H I B I T 1–1 (cont’d)Source: Adapted from The Nature of Managerial Work by H. Mintzberg. Copyright © 1973
by H. Mintzberg. Reprinted by permission of Pearson Education.
Management SkillsManagement SkillsTechnical skillsThe ability to apply specialized knowledge or expertise.
Human skillsThe ability to work with, understand, and motivate other people, both individually and in groups.
Conceptual SkillsThe mental ability to analyze and diagnose complex situations.
Effective Versus Successful Managerial Activities (Luthans)
Effective Versus Successful Managerial Activities (Luthans)
1. Traditional management• Decision making, planning, and controlling
2. Communication• Exchanging routine information and processing
paperwork
3. Human resource management• Motivating, disciplining, managing conflict, staffing,
and training
4. Networking• Socializing, politicking, and interacting with others
1. Traditional management• Decision making, planning, and controlling
2. Communication• Exchanging routine information and processing
paperwork
3. Human resource management• Motivating, disciplining, managing conflict, staffing,
and training
4. Networking• Socializing, politicking, and interacting with others
Allocation of Activities by TimeAllocation of Activities by Time
Enter Organizational BehaviorEnter Organizational Behavior
Organizational behavior (OB)
A field of study that investigates the impact that individuals, groups,
and structure have on behavior within organizations, for the
purpose of applying such knowledge toward improving an
organization’s effectiveness.
Complementing Intuition with Systematic Study
Complementing Intuition with Systematic Study
Systematic study
Looking at relationships, attempting to attribute causes and effects, and drawing conclusions based on scientific evidence.
Provides a means to predict behaviors.
Intuition
“Gut” feelings about “why I do what I do” and “what makes others tick”.
E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)
PsychologyThe science that seeks to measure, explain, and sometimes change the behavior of humans and other animals.
E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)
SociologyThe study of people in relation to their fellow human beings.
E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)
Social PsychologyAn area within psychology that blends concepts from psychology and sociology and that focuses on the influence of people on one another.
E X H I B I T 1–3 (cont’d)E X H I B I T 1–3 (cont’d)
AnthropologyThe study of societies to learn about human beings and their activities.
x y
Contingency variables: "It Depends!!!"
Situational factors that make the main relationship between two variables change---e.g., the relationship may hold for one condition but not another.
Country 1
x yCountry 2
May be related to
May NOT be related to
In
In
Responding to Globalization Increased foreign assignmentsWorking with people from different culturesCoping with anti-capitalism backlashOverseeing movement of jobs to countries with
low-cost laborManaging people during the war on terror.
Managing Workforce DiversityEmbracing diversityChanging U.S. demographics implications for managers
Recognizing and responding to differences
DomesticDomesticPartnersPartners
DomesticDomesticPartnersPartners
RaceRaceRaceRaceNon-ChristianNon-ChristianNon-ChristianNon-Christian
NationalNationalOriginOrigin
NationalNationalOriginOrigin
AgeAgeAgeAge
DisabilityDisabilityDisabilityDisability
E X H I B I T 1–4E X H I B I T 1–4
GenderGenderGenderGender
Improving Quality and ProductivityQuality management (QM)Process reengineering
Responding to the Labor ShortageChanging work force demographicsFewer skilled laborersEarly retirements and older workers
Improving Customer ServiceIncreased expectation of service qualityCustomer-responsive cultures
1. Intense focus on the customer.
2. Concern for continuous improvement.
3. Improvement in the quality of everything the organization does.
4. Accurate measurement.
5. Empowerment of employees.
E X H I B I T 1–6E X H I B I T 1–6
Improving People SkillsEmpowering PeopleStimulating Innovation and ChangeCoping with “Temporariness”Working in Networked OrganizationsHelping Employees Balance Work/Life
ConflictsImproving Ethical BehaviorManaging People during the War on Terrorism
A Downside to Empowerment?
E X H I B I T 1-6E X H I B I T 1-6
Model
An abstraction of reality.A simplified representation of some real-world phenomenon.
x
y
Dependent variable
A response that is affected by an independent variable (what organizational behavior researchers try to understand).
ProductivityA performance measure that includes effectiveness and efficiency.
EffectivenessAchievement of goals.EfficiencyMeeting goals at a low cost.
Absenteeism
The failure to report to work.
Turnover
The voluntary and involuntary permanent withdrawal from an organization.
Unexpected Workplace Behavior Voluntary behavior that violates significant organizational norms and thereby threatens the well-being of the organization and/or any of its members.
Organizational citizenship behavior (OCB)
Discretionary behavior that is not part of an employee’s formal job requirements, but that nevertheless promotes the effective functioning of the organization.
Job satisfaction
A general attitude (not a behavior) toward one’s job; a positive feeling of one's job resulting from an evaluation of its characteristics.
IndependentIndependentVariables Can BeVariables Can Be
IndependentIndependentVariables Can BeVariables Can Be
Individual-Level Individual-Level VariablesVariables
Individual-Level Individual-Level VariablesVariables
OrganizationOrganizationSystem-LevelSystem-Level
VariablesVariables
OrganizationOrganizationSystem-LevelSystem-Level
VariablesVariables
Group-LevelGroup-LevelVariablesVariables
Group-LevelGroup-LevelVariablesVariables
Independent variable
The presumed cause of some change in the dependent variable; major determinants of a dependent variable.
Basic OB Model, Stage II
E X H I B I T 1-7E X H I B I T 1-7